Excellent post. Distilling into ONE word is a tough one, though, and while distractions are one of the killers of productivity, they seem to be a primary driver of innovation and improvement. It is good to occasionally step back from the wagon and check the reality of the progress being made.

CHASING urgencies is a great metaphor, kinda like feeling the need to herd all the cats and frogs or stopping the landslides.

Another theme you can build on is, “In a flash flood, each raindrop will claim its innocence.” (Or, maybe the snowflakes in the avalanche works better this time of year!)

A Happy Christmas and a Merry New Year to ALL of you writers and readers out there.

” I see the ‘distilling into one word”, I feel like I’m sitting on an ice pond with bald tires in 2 wheel drive!
I believe the lists of controls and uncontrolled would supply some of the solutions for many of us. Implement what we can and get support for the rest.

“Reject negativity. Average talent with optimism is better than exceptional talent with
pessimism.” This is something I have learned the hard way and makes a big difference to work and life. Noone has ever said to me “I hate being around XYZ, they are so positive”

Fixing people for problems is draining. People stops taking risks and start using avoidance behavior. And you are right Dan. Focus is the most important for getting success. When leaders focus, they start looking for resources to achieve that focus. Harnessing people potential is utmost important. Most of us do not know our strength. When we start realizing, we starting progressing. Leaders make people aware about their potential area for development. And when such environment exist, negativity takes back seat.
Negativity should be discouraged using all possible measures. Even if, it needs to be addressed, one should be careful about its impact. It might create vibes which can influence others.

Evangelize your company’s mission and the highest priority goals for 2017. Too often leaders assume employees understand what is important, when the reality is that they are confused. Always give the strategic context for the work people do – connect them to high-value results.

I like your #3, encouraging the behavior and strengths you can use, as opposed to developing someone’s weakness is highly effective. We did strength finder at my company and they encouraged us to embrace the idea that a weakness will never become a strength. It may become a par skill at best. We must accept that and place those folks in a position for success. Doing this creates positive results, including buy-in, employee empowerment and trust. I listed some things leaders can do to become even better leaders. Take a read here if you like. I’d appreciate it. https://bossinthemiddle.com/2016/12/12/5-things-every-leader-must-do-to-get-better/